1. “If we take care of our employees, they will take care of our customers” is a common phrase. In your experience, is it actually practiced or is it just a cliché on the wall? Discuss the implications of your answer. “If we take care of our employees, they will take care of our customers,” this quote mostly depends on the individual company and how they perceive their employees. Some companies realize that in order for them to succeed, they must invest in their employees, as employees are the key to a successful and highly profitable business. And in order for employees to remain motivated and continue to flourish, they need recognition, which is a basic human need, regardless of status or job type. Once employees have been acknowledged for their good performance, they feel more appreciated, and as a result will demonstrate greater levels of commitment and dedication. Thereby, producing top results for the company and treating its customers with royalty. During recessions some companies such as Texas Roadhouse, continue to demonstrate employee appreciation through employee gatherings, cash reward bonuses and annual company conferences, in which spouses are invited (Noe et al., 2011). Companies such as Texas Roadhouse and other companies are leaders who want to succeed in today’s competitive world, and they realize that even during hard economic times, there’s still the strong need to maintain programs which are aimed at recognizing employees for work place accomplishments. And when employees are truly happy and motivated, they will care for the customers and give their best. Even through our suffering economy, many other companies also continue to celebrate employee’s performance through various recognition programs such as, cash bonuses, flexible work hour...

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...Assignment 4: TexasRoadhouseWon’tScrimp on MakingEmployeesHappy
By
Kendra Craig
Professor Dr. Jo-Rene Queensberry
Human Resource Management Foundations-HRM 500
November 27, 2012
Abstract
Employee motivation is very important in the workplace. It is the driving force for organizations to build a foundation between the employer and employee. Many companies understand the importance of employee motivation. Motivation is critical to the outcome of employee performance. It is a tool that is used to help employers and employees have a great work environment. TexasRoadhouse is an organization that has implemented the importance of employee motivation Noe et al’s (2011). By implementing different employee motivation methods they have come to realize that happyemployees produce great job performance Noe et al’s (2011).
TexasRoadhouseWon’tScrimp on MakingEmployeesHappy
Taking Care of EmployeesTexasRoadhouse is an organization that has set a high level of expectation to ensure their employees are happy with their work environment (Noe, Hollenbeck, Gerhart, &amp; Wright, 2011). The organization has proven to set these...

...TexasRoadhouseWon’tScrimp on MakingEmployeesHappy
Mitchell Upchurch
Strayer University
June 8, 2013
TexasRoadhouseWon’tScrimp on MakingEmployeesHappy
Discussion of Whether or not the Phrase “If we Take Care of our Employees, They will Take Care of our Customers” is Actually Practiced or is just a Cliché on the Wall at TexasRoadhouse Steakhouse and the Implications of Answer
The belief in the phrase if we take care of our employees, they will take care of our customers is a practice that instills values in the workforce of today. This is not just a cline, when employees desire their jobs and job description, the effect on customer satisfaction is immeasurable. The most important and effective customers are the company employees and when customers are taken effective care of business relationships are built (Mindshare Technologies, 2010). TexasRoadhouse stated, we want to provide a place that the whole family could enjoy (Noe, Hollenbeck, Gerhart, Wright, 2011). TexasRoadhouse delivery is good meal with friendly, energetic, and enthusiastic service. Founded in 1993 by W. Kent Taylor, Texas...

...challenges a manager faces in motivating her employees today as opposed to 50 years ago. The three (3) m
Assignment 2: Motivation
Rosa Callahan
Strayer University-BUS322
Dr. Eddie Montgomery
May 11, 2013
ajor challenges are: Retaining a positive working environment, Recognition, and Work performance evaluation.
One of the major challenges a manager faces in motivating her employees today as opposed to 50 years ago is retaining a positive working environment. Today, the success of any business is for a manager to provide a positive working environment. This require manager having the abilities, tools, and knowledge to help her understand her employees’ retention needs and be able to implement a retention plan intended to increase employee engagement in the organization. In Noe, Holllenbeck, Gerhart, & Wright (2011), an article written by TexasRoadhouse Resturant states, "We wanted to provide a place that the whole family could enjoy." This statement suggests that TexasRoadhouse is a place where the whole family can enjoy great nourishment, in a fun-filled, enthusiastic atmosphere at a reasonable price. In this example, the practice on the culture of TexasRoadhouse involved putting their employees first and this is a key component in their formula for success. Employees who love their...

...﻿Case Incident 2 Healthy Employees are HappyEmployees
1. Describe Teow’s personality and leadership style. How does it foster or hinder his effort to transform CCN into a healthy and productive organization?
- Teow’s personality is Extroverted, conscientious, empathy and observant.
Extroversion has found on Teow’s personality which is the most important trait of effective leader according to the Big Five Personality Framework. His vision on productive organization is from employees. He relate present situation on workforce to effective future plan by beginning WHP to achieve the goal.
Conscientious, he kept the commitment, even if the response from employees only 10 percent, he persisted and remained convinced on WHP with his commitment toward the goal, even if the response from employees only 10 percent.
Empathy, he emphasize on healthy and mind of employees which generate to practice on WHP.
Observant, he understands employees’ behavior by observation employees’ routine in the office which able to think for human resources on WHP.
He is categorized in coaching leadership style which able to get and how best to develop employees on WHP. He proposed plan, gather feedback, including advice the simple way that will push people to cultivate new skills.
- His effort foster to transform CCN into a healthy and...

...TexasRoadhouse
Table of Contents
Executive Summary……………………………………………………………………..3-4
SWOT Analysis…………………………………………………………………………4-5
Competitor Analysis……………………………………………………………….……6-7
Target Market Determination……………………………………………………….….7-8
Branding…………………………………………………………………………….…..8-9
4 P’s of Marketing……………………………………………………………………..9-10
Plan for Implementation……………………………………………………………...10-12
Product Service Life Cycle…………………………………………………………...12-13
Conclusion……………………………………………………………………………….13
Bibliography……………………………………………………………………………..14
Executive Summary
"We wanted to provide a place that the whole family could enjoy," says Taylor. "TexasRoadhouse is about a hearty, good meal with service that is friendly, energetic, and enthusiastic. Life should be fun - so the workplace needs to reflect that as well - and that is why we put our employees first."
TexasRoadhouse, Inc., incorporated in 2004, is a full-service, casual dining restaurant chain. It offers an assortment of seasoned and aged steaks hand-cut daily on the premises and cooked to order over open gas-fired grills. The Company also offers its guests a selection of ribs, fish, seafood, chicken and vegetable plates, and an assortment of hamburgers, salads and sandwiches. During the fiscal year ended December 26, 2006 there were 251 TexasRoadhouse restaurants operating in 43 states....

...TexasRoadhouse
Ashley Mawhiney
DeVry University
TexasRoadhouseTexasRoadhouse was the dinner place of choice for my family and me the other night; it wouldn’t be the first time we decided to dine at this local restaurant just a few short miles from our current residence. My family and I decided to dine in at TexasRoadhouse not only because of its excellent convenience; located in the center of an outdoor shopping mall that consisted of many shops such as, Wal-Mart, Target and Kohl’s to name a few in which two of those stores required my consideration for a product I was in search of that night but also TexasRoadhouse reminds you of the good ole western roots in which we take part of on a daily basis here in Gilbert, Arizona. I will be evaluating the pros and cons of TexasRoadhouse, three criteria will be used: the total cost must not exceed $25 per person; the menu as well as the establishment must be kid friendly, and reasonable wait times.
The first criterion used to evaluate the total cost of our dining experience is that it must not exceed $25 per person. In today’s failing ECONOMY, deciding to dine out at a local restaurant can be somewhat of a daunting prospect, staying in budget will ensure a superior dining experience due to a mind at ease and wallet that’s not empty....

...Employees who like where they work will help the company make more money. Sears conducted an 800-store survey that showed the impact of employee attitudes on the bottom line. When employee attitudes improved by 5%, customer satisfaction jumped 1.3%, consequently increasing revenue by one-half a percentage point. Seeking ways to motivate and build worker morale pays dividends to any business or organization. The motivated worker is more committed to the job and to the customer.
In order to attract and keep good workers, many businesses are providing more family-friendly benefits. The Families and Work Institute released the "Business Work Life" study. (http://www.familiesandwork.org) It provides a benchmark to corporate work life policies and practice. The study focused on companies that employee 100 or more workers.
Ninety percent of the 1,000 companies surveyed allow workers to take time off to attend school events. Half-let workers stay home with mildly ill children without using vacation or sick days. Two thirds permit flex time defined as allowing employees to adjust work hours on a daily basis. Nine percent offer child care at or near the workplace. Thirty-three percent offer maternity leaves more than 13 weeks. Twenty-three percent offer elder care resources and referral services and half provide dependent care assistance plans. Forty-four percent hold supervisors accountable for sensitivity to their employees...

...TexasRoadhouse
Although TexasRoadhouse is mainly known for steak and cowboy boots, it should be known for many other reasons too. The restaurant is located just off of Wade Hampton Boulevard, making it much easier for me to choose this restaurant to eat at. I have eaten at this same TexasRoadhouse about five times within three years and this time was the worst! TexasRoadhouse is a good candidate for a restaurant if people like delicious food, a talkative waitress and a loud lunch or dinner.
First off, the food has been amazing every time I have been there. This time I ate the chicken critters (tenders) with steak fries and green beans and it was very delicious. We didn’t wait maybe ten minutes from getting our appetizer and we already had our entrée. To me that is an excellent waiting time considering it was fresh food. Also the price is very understandable considering the amount of food I got. Overall I would rate the food a ten, it was amazing and always has been.
Second, we had a very talkative and rude waitress. When we first sat down we waited almost 30 minutes just to get our drinks and appetizer put in. On top of getting our drinks late, we had to keep asking for refills. I don’t expect a waitress to keep all drinks completely filled, but when every drink at a table is completely dry, I would think they would need a refill. Paying...